Analyzing the Effects of Appearance Discrimination at the Workplace

This research project examines the influence of physical appearance discrimination on employee motivation within the workplace. The study utilizes a qualitative research approach, employing questionnaires to gather data from 20 employees at ASDA. The report presents findings from the survey, analyzing responses to questions regarding hiring practices, qualifications, advantages, and personal experiences of discrimination. The results reveal that appearance plays a significant role in outward-facing jobs, with many respondents believing that attractive individuals receive unfair advantages. The discussion section interprets the data, concluding that appearance discrimination persists in workplaces and recommendations for its mitigation are provided. The report also includes a reflection on the research process and its limitations, contributing to a deeper understanding of workplace dynamics and biases. The report includes tables showing the frequency of responses to the questionnaire. The research employs interpretivism as its research philosophy, while considering ethical considerations and addressing limitations like time constraints.

Research Project

TABLE OF CONTENTS
1- EXECUTIVE SUMMARY...................................................................................................3
2- RESEARCH METHODOLOGY..........................................................................................3
3- RESULTS/FINDINGS..........................................................................................................5
4- DISCUSSION......................................................................................................................12
5- CONCLUSION....................................................................................................................15
6- RECOMMENDATIONS.....................................................................................................15
7- REFLECTION.....................................................................................................................17
REFERENCES.........................................................................................................................19
APPENDIX..............................................................................................................................20
Questionnaire.......................................................................................................................20

1- EXECUTIVE SUMMARY
This report is on analysing the effect of physical appearance discrimination on
employee’s motivation in the work place. The discrimination has arguably become the most
powerful word and there are various studies being conducted for the purpose of determining
the impact of beauty or appealing physical appearance on the various aspects of life and all
these studies comes out with the same conclusion which is the person’ appearance has a
positive and negative impact over the various areas of life. The report will help in
determining the attitude of the organization towards appearance discrimination among the
working population. Based upon the findings, it can be stated that the discrimination mainly
exists because of attitude of the people and their level of awareness pertaining to it. Also, the
attractive people are given advantages and are almost well dressed for the purpose of
interview as it is rightly said, first impression is the last impression. In addition to this, certain
ways are recommended in order to exercise control over the increasing discrimination.
2- RESEARCH METHODOLOGY
Research type-
It is categorized into two types first is quantitative and second is qualitative research
(Aspers and Corte, 2019). Quantitative research encompasses procedure of gathering and
analyzing all the numerical data. However, qualitative method includes process of collecting
non-numerical data. In context of this study, researcher has been used qualitative research
because it helps them to understand the impact of discrimination on the basis of worker's
physical appearance in regard to staff's motivation level at workplace within ASDA. The
method helps to cater detailed and in-depth information about topic.
Research Approach-
Research approach refers to a process that encompasses key stages of wider
assumptions to detailed approaches of data analysis, collection and then interpretation.
Deductive and inductive are the two types of research approach (Wardani and Kusuma,
2020). Deductive research approach begins with hypothesis, it is based on current theory.
While inductive method start with appropriate observations and concepts are proposed
towards completion of research procedure as outcome of overall observations in context of
discrimination impact on employee's motivation. Referring to study, researcher has been used
inductive approach as opposite to deductive because it provides flexibility in regard to data
collection.
Data collection-

It is defined as systematic approach that used by researcher to collect, measure and
gather information from different authentic sources to get an accurate data about chose topic
(Andrade and et.al., 2018). There are two types of methods accessible in context of this
approach, first one is a primary source and second is secondary. To collect accurate
information about the impact of discrimination within ASDA upon its worker's motivation
level, researcher has been utilized both approaches. According to primary sources, by
designing questionnaire investigator collect useful information. Furthermore, with secondary
sources, they gathered data about topic by using journals, books, publish novels and previous
research that are based on same concept.
Sampling-
It is one of the most important and useful research methodologies that utilized by
researcher in context of statistical analysis, in which pre-identified number of observations
are taken from respondents. Sampling methodology is classified into two types such as
probabilistic & non-probabilistic. Probabilistic approach provides fair right and opportunities
to each respondent in regard to take part in investigation process. Whereas in non-
probabilistic method only few participants on certain basis are selected to take part in
research. In study, investigator has been used random sampling approach. By using method,
research has gathered accurate data about the impact of discrimination upon motivation level
of employees within ASDA. Investigator has collected data from 20 workers of company by
using them as key source that are able to share actual information.
Data analysis-
It is a procedure of inspecting, transforming and then modelling gather data with aim
of presenting useful information in regard to chosen topic. SPSS and thematic analysis are the
two methods that used to analyses data in systematic and effective manner. SPSS is one of
the best software packages that was designed for statistical analysis. While Thematic analysis
is defined as approach of analyzing qualitative data. In this study, research has been utilized
through thematic analysis, because it enables them to closely examine overall information.
By using thematic analysis, researcher represent data in presentable form. It includes graphs,
themes and other key elements that provide benefits to reader in term of understanding
overall concept.
Research philosophy-
There are two form of of research philosophy one is interpretivism and the other is
positivism (Ryan, 2018). The researcher has used interpretivism and the reason for this is
that with the help of this philosophy, the researcher has found it easy to support the research

topic selected. Along with that, it has provided unstructured data about the individual which
helped in developing lots of opportunities.
Ethical consideration-
It is most significant part of the research study that have been adequately considered
by researcher while gathering data identified with topic. Researcher has withstood to every
moral worth, conviction and standards so that no one is harmed in the process of research
(Kaewkungwal and Adams, 2019). The data have likewise been gathered from the structured
and appropriate sources, suitable reference has been made so it tends to be solid and
significant for other people. Prior consent of the participant was also taken in order to collect
the data.
Reliability and validity-
All the distinctive kind of the data which had been gathered in the investigation had
been gathered with the assistance of reliable sources. As prior to choosing the source data of
data collection, all the sources had been verified with the senior and the mentor (Mohajan,
2017). Only the sources which had been chosen by various researcher in the previous
research are used for leading the examination and conducting the study. the data collected
from the valid and copyright sources.
Limitations-
There are few constraints pertaining to the research, for example, insufficient time,
account and different resources to proceed with the study or carry out a few functions to
assemble, investigation and get data. In spite of restricted time, the scholar has guaranteed
that it utilizes time by investing increasingly more efforts in collecting right data and derive
useful data for advantages of number of individuals. In this manner, restricted time was
probably the greatest factor that has made in obstruction of assortment of more information
so better result can be determined.
3- RESULTS/FINDINGS
Table: 1 Frequency of Response “Outward-facing jobs (i.e., Sales) should consider
appearance when hiring.”
Respondents Respondent %
Strongly agree 9 45%
Agree 5 25%
Neutral 3 15%
Disagree 2 10%
Strongly disagree 1 5%

Total 20 100%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
45%
25%
15%
10%
5%
Respondent %
Respondent %
Table 2: Frequency of Response “A person's qualifications are the most important
determinant when filling a position.”
Respondents Respondent %
Strongly agree 8 40%
Agree 4 20%
Neutral 3 15%
Disagree 3 15%
Strongly disagree 2 10%
Total 20 100%
Strongly
agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
40%
20%
15% 15%
10%
Respondent %
Respondent %

Table 3: Frequency of Response “Attractive people are given unfair advantages in
interviews and the workplace in general.”
Respondents Respondent %
Strongly agree 9 45%
Agree 5 25%
Neutral 3 15%
Disagree 2 10%
Strongly disagree 1 5%
Total 20 100%
45%
25%
15%
10%
5%
Respondent %
Strongly agree Agree Neutral
Disagree Strongly disagree
Table 4: Frequency of Response “Steps should be taken to assure that unattractive
people are not discriminated against in the workforce.”
Respondents Respondent %
Strongly agree 3 15%
Agree 4 20%
Neutral 7 35%
Disagree 3 15%
Strongly disagree 3 15%
Total 20 100%

Strongly agree
Agree
Neutral
Disagree
Strongly
disagree
0% 5% 10% 15% 20% 25% 30% 35% 40%
15%
20%
35%
15%
15%
Respondent %
Respondent %
Table 5: Frequency of Response “I have been discriminated against because of my
appearance
(attire and/or physical features).”
Respondents Respondent %
Strongly agree 10 50%
Agree 6 30%
Neutral 2 10%
Disagree 1 5%
Strongly disagree 1 5%
Total 20 100%
50%
30%
10%
5% 5%
Respondent %
Strongly agree Agree Neutral
Disagree Strongly disagree

Table 6: Frequency of Response “I am more concerned about discrimination based on
my age, gender, or race than my looks.”
Respondents Respondent %
Strongly agree 4 20%
Agree 3 15%
Neutral 2 10%
Disagree 9 45%
Strongly disagree 2 10%
Total 20 100%
Respondent %
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Table 7: Frequency of Response “If I were to interview for a job, I would dress up.”
Respondents Respondent %
Strongly agree 8 40%
Agree 4 20%
Neutral 6 30%
Disagree 1 5%
Strongly disagree 1 5%
Total 20 100%

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0% 5% 10% 15% 20% 25% 30% 35% 40%
40%
20%
30%
5%
5%
Respondent %
Respondent %
Table 8: Frequency of Response “I feel most comfortable conversing with people who
look and dress like me.”
Respondents Respondent %
Strongly agree 7 35%
Agree 5 25%
Neutral 4 20%
Disagree 1 5%
Strongly disagree 3 15%
Total 20 100%
Strongly agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
40%
35%
25%
20%
5%
15%
Respondent %
Respondent %

Table 9: Frequency of Response “When meeting new co-workers, you look upon them
more favorably when they are dressed in a professional attire”
Respondents Respondent %
Strongly agree 3 15%
Agree 2 10%
Neutral 8 40%
Disagree 5 25%
Strongly disagree 2 10%
Total 20 100%
15%
10%
40%
25%
10%
Respondent %
Strongly agree Agree Neutral Disagree Strongly disagree
Table 10: Frequency of Response “If you had a choice, would you prefer your
workplace have more people who you find attractive”
Respondents Respondent %
Strongly agree 6 30%
Agree 5 25%
Neutral 4 20%
Disagree 2 10%
Strongly disagree 3 15%
Total 20 100%

Strongly agree Agree Neutral Disagree Strongly
disagree
0%
5%
10%
15%
20%
25%
30%
35%
30%
25%
20%
10%
15%
Respondent %
Respondent %
4- DISCUSSION
Based upon the literature review and the findings derived from the above results
analysis of the questionnaire, it can be stated that the physical appearance discrimination is
still prevailing within the workplaces and the employees are required to raise their voice in
order to overcome the same. For completing this report in abetter and effective way
questionnaire is being prepared and is filled by the 20 employees of ASDA. On looking at the
table 1, which depicts about whether the outward facing jobs like of sales requires to take into
consideration appearance in the process of hiring. Nearly 45% of the respondent strongly
agrees to this, while only 5% strongly disagrees to this statement (Plickert and Sterling,
2017). From this, it can be drawn that the appearance plays an important role in regard to the
on the field sales or where direct interaction with the customer is required to be made. The
table 2 highlights about whether the person’s qualification has some ole to play in respect to
filling up the position. The 40% of the respondents are of the view that qualification plays a
major role in getting the position. 40% strongly agrees and 20% agrees while only 15% and
10% disagrees and strongly disagrees to this. therefore, this can be said that irrespective of
the knowledge or the skill one possesses but the person needs to have a higher qualification.
This is also a form of discrimination which is needed to considered and preventive steps
should be undertaken in order to overcome the same or mitigate. This is one of the barriers
which shows its impact over the salary, hiring process, promotion and so forth as described in
the literature review.